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2.
Span J Psychol ; 24: e13, 2021 Feb 22.
Artigo em Inglês | MEDLINE | ID: mdl-33612140

RESUMO

In recent years, there has been an increasing interest in the consequences of conspiracy theories and the COVID-19 pandemic raised this interest to another level. In this article, I will outline what we know about the consequences of conspiracy theories for individuals, groups, and society, arguing that they are certainly not harmless. In particular, research suggests that conspiracy theories are associated with political apathy, support for non-normative political action, climate denial, vaccine refusal, prejudice, crime, violence, disengagement in the workplace, and reluctance to adhere to COVID-19 recommendations. In this article, I will also discuss the challenges of dealing with the negative consequences of conspiracy theories, which present some opportunities for future research.


Assuntos
Atitude Frente a Saúde , Controle de Doenças Transmissíveis , Comportamentos Relacionados com a Saúde , Política , Preconceito , Recusa de Vacinação , Apatia , Atitude , Mudança Climática , Crime , Cultura , Negação em Psicologia , Fidelidade a Diretrizes , Humanos , Lealdade ao Trabalho , Violência
3.
Artigo em Inglês | MEDLINE | ID: mdl-32635534

RESUMO

Talent management (TM) is a fundamental issue for both private and public sector companies. This study analyzes the impact of TM on service performance (SP) and the mediating role of affective organizational commitment (AOC). We analyze a sample of 104 local government employees with three measures of TM, AOC and SP. The mediation hypothesis of AOC was also raised in the study using Baron and Kenny's methodology and Hayes PROCESS. The results reveal how AOC is a total mediating variable in the causal relationship TM → SP. This study is cross-sectional. Common-method bias is controlled in the study. The results involves a concern for improving services through the professionals who provide them, which in turn entails managing people in a way that is different, more flexible, less bureaucratic, and more client- or citizen-oriented. Given the scant research exploring the role of talent management in public services, this article offers valuable insights for scientific literature and practitioners in the public administration.


Assuntos
Aptidão , Governo Local , Lealdade ao Trabalho , Administração de Recursos Humanos , Setor Público , Estudos Transversais , Feminino , Humanos , Masculino
4.
PLoS One ; 15(7): e0233546, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32628675

RESUMO

Research studying into student satisfaction has been developing in the light of customer satisfaction theory which considers perceived value and quality as important predictors of student satisfaction. But the importance of value co-creation is very much overlooked. Hence this study intends to examine the relationship between perceived value, perceived quality, value co-creation, student satisfaction, complaint and loyalty to give a picture of how perceived value, perceived quality and value co-creation are important predictors of student satisfaction. Partial least square structural equation modelling is adopted to analyse responses from a survey of international students in a Chinese university. Results indicate that perceived value, perceived quality and value co-creation are determinants of student satisfaction which positively influences loyalty and negatively influences complaint. Finally, the research notes that more resources should be dedicated to engaging international students to participate in on-campus management and service work to improve international student studying experience.


Assuntos
Emigrantes e Imigrantes/psicologia , Satisfação Pessoal , Estudantes/psicologia , Atitude , China , Feminino , Humanos , Análise dos Mínimos Quadrados , Masculino , Modelos Teóricos , Motivação , Lealdade ao Trabalho , Apoio Social , Valores Sociais , Inquéritos e Questionários , Universidades
5.
BMC Health Serv Res ; 20(1): 255, 2020 Mar 26.
Artigo em Inglês | MEDLINE | ID: mdl-32216779

RESUMO

BACKGROUND: To help promote a flexible and sustainable workforce in dentistry, it is necessary to access accurate and timely data about the structure and nature of the evolving dental team. This paper considers the results and learning from a region-wide dental workforce survey conducted in one area of Health Education England and how the team has changed since the last survey a decade earlier. METHODS: A mixed-methods approach comprised two phases. In Phase 1 a customised workforce questionnaire was sent to all dental practices registered with the Care Quality Commission in the North East of England and North Cumbria in March 2016. Findings then informed Phase 2, a regional symposium held in October 2016, where interactive workshops generated qualitative data that elaborated on factors influencing workforce development. RESULTS: Of 431 primary dental care practices identified, 228 questionnaires were returned - a 53% response rate. The largest professional groups were dental nurses (n = 1269, 53% by headcount; 50% of fte) and dentists (34% by headcount; 42% by fte), though there had been increases in numbers of all staff groups over the decade, which was most marked for dental therapists (from 1 per 39 dentists to 1 per 8 dentists). The dental team predominantly fell into 'younger' age groups (< 46 years age), with evidence of a significant increase in the number of dentists reporting part-time working in a practice since the last survey. Around one third of dental practices reported employing dental nurses with additional skills (n = 74, 32.5%) or dental therapists (n = 73, 32%), and nearly half employed a dental hygienist (n = 104, 46%). However, there was considerable variability in whether these staff actually carried out the range of skills within their scope of practice. Factors shaping workforce development were identified as, the national context, loss of expertise, patients' health needs and expectations, surgery premises and financial constraints. CONCLUSIONS: The composition and work patterns of the primary care dental workforce have changed markedly over the last decade, though utilisation of skill-mix continues to be constrained. Consideration of factors determining career progression of dentists and dental care professionals is needed to optimise a sustainable future workforce.


Assuntos
Assistência Odontológica/organização & administração , Mão de Obra em Saúde/organização & administração , Lealdade ao Trabalho , Atenção Primária à Saúde/organização & administração , Desenvolvimento de Pessoal , Adulto , Congressos como Assunto , Inglaterra , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
6.
Artigo em Inglês | MEDLINE | ID: mdl-31979125

RESUMO

The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor-nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader-leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader-member exchange, commitment, empowerment, perceived organisational support, and leader-leader exchange. There was a positive correlation between the quality of the leader-member exchange and commitment. Leader-leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader-member exchange on the supervisor-nurse interpersonal relationship and the nurse's organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor-nurse interpersonal relationships.


Assuntos
Tamanho das Instituições de Saúde , Liderança , Recursos Humanos de Enfermagem no Hospital/psicologia , Lealdade ao Trabalho , Fatores Sexuais , Estudos Transversais , Feminino , Humanos , Relações Interpessoais , Masculino , Espanha , Inquéritos e Questionários
7.
J Appl Psychol ; 105(4): 422-432, 2020 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-31464457

RESUMO

While previous empirical research showed that developmental job experiences (DJE) lead to positive work-related outcomes, recent studies have also pointed out their downsides. With an aim to reconcile these findings, this study explores how the fit between personal needs and organizational supplies of DJE influences affective organizational commitment and voluntary turnover, and the moderating role of career identity salience. Multiwave and multisource data on Chinese employees indicate that affective organizational commitment was higher as needs of DJE matched supplies and lower in the case of a mismatch. Affective organizational commitment was higher when needs and supplies were both high than when both were low. These relationships were stronger when career identity salience was high. Furthermore, the relationship between needs-supplies fit and voluntary turnover was mediated by affective organizational commitment. These findings imply that rather than providing universally high levels of DJE, employers should match these experiences to employees' needs. (PsycINFO Database Record (c) 2020 APA, all rights reserved).


Assuntos
Emprego/psicologia , Satisfação no Emprego , Cultura Organizacional , Lealdade ao Trabalho , Reorganização de Recursos Humanos , Adulto , Humanos
8.
Br J Nurs ; 28(20): 1337, 2019 Nov 14.
Artigo em Inglês | MEDLINE | ID: mdl-31714822

RESUMO

Proposals to tackle nursing recruitment and retention issues centre on addressing workplace culture and improving leadership, as Janet Scammell, Associate Professor (Nursing), Bournemouth University, explains.


Assuntos
Liderança , Cultura Organizacional , Seleção de Pessoal/organização & administração , Medicina Estatal/organização & administração , Estudantes de Enfermagem/psicologia , Educação em Enfermagem , Humanos , Lealdade ao Trabalho , Reino Unido
11.
Span J Psychol ; 22: E38, 2019 Oct 18.
Artigo em Inglês | MEDLINE | ID: mdl-31625502

RESUMO

In this work, two objectives were addressed. First, the visual aesthetics assessment of the workplace was explored for the first time as a potential antecedent of the proactive behaviors of job crafting. Second, the potential mediating role of the affective organizational commitment in this relationship was analyzed. To address these purposes, a field study was conducted with a sample of 428 workers. Following a set of hypotheses, the results of the measurement model, χ2 (df) = 494.288 (215); CFI = .920; TLI = .906; RMSEA = .066, showed that the visual aesthetics assessment of the workplace was significantly correlated with three of the four dimensions of job crafting (r = .19 with ISO-JR, r = .15 with IC-JD and; r = .17 with IST-JR; p < .001) and with affective organizational commitment (r = .27, p < .001). In addition, through a structural equation model, χ2(df) = 494.895 (219); CFI = .921; TLI = .909; RMSEA = .065, positive and significant indirect effects were found from the visual aesthetic assessment of the workplace to the same three dimensions of job crafting, all through the affective organizational commitment: .17 with ISO-JR, .25 with IC-JD and, .23 with IST-JR; 95% CI [.097, .276], [.161, .361] and [.161, .361], respectively. The results obtained provide useful evidence for researchers and managers about the value of providing an aesthetically satisfactory workplace, which would enhance the affective commitment of employees and, consequently, positively affect the proactive behaviors of job crafting.


Assuntos
Emprego/psicologia , Descrição de Cargo , Lealdade ao Trabalho , Local de Trabalho/psicologia , Adulto , Afeto/fisiologia , Estética , Feminino , Humanos , Masculino , Pessoa de Meia-Idade
12.
East Mediterr Health J ; 25(9): 622-629, 2019 Oct 13.
Artigo em Inglês | MEDLINE | ID: mdl-31625587

RESUMO

Background: Understanding relationships between factors that can affect organizational outcomes such as organizational trust, employee commitment and job satisfaction is important to foster healthy work conditions in organizations. Aims: This study aimed to determine the perception of Turkish physicians about organizational trust, employee commitment and job satisfaction and determine the relationships between them. Methods: A questionnaire was developed based on three standard survey instruments and given to 1679 doctors in four training and research hospitals in Istanbul, Turkey, in 2013. The Pearson correlation coefficient was calculated and regression analyses were conducted. Results: A total of 304 doctors completed the survey (18.1% response rate). Most were males (57%), over 30 years old (62%) and specialists (82%). A strong positive correlation was found among the study variables (P ≤ 0.001). Regression analyses indicated that organizational trust was a significant predictor of job satisfaction and commitment. Conclusions: Policy-makers need to consider implementing interventions in the health care system to improve the working conditions of current and future doctors in Turkey, in order to attract and retain them and prevent health care labour force losses.


Assuntos
Hospitais de Ensino/organização & administração , Satisfação no Emprego , Corpo Clínico Hospitalar/psicologia , Lealdade ao Trabalho , Confiança , Adulto , Feminino , Hospitais com mais de 500 Leitos , Humanos , Masculino , Pessoa de Meia-Idade , Saúde do Trabalhador , Turquia
13.
Nurs Sci Q ; 32(4): 266-270, 2019 10.
Artigo em Inglês | MEDLINE | ID: mdl-31514621

RESUMO

In this article, the author describes two differing perspectives on paradox: the humanbecoming paradigm perspective and the management/organizational theory perspective. Examples of paradoxes from these two differing views are presented.


Assuntos
Modelos Organizacionais , Teoria de Enfermagem , Humanismo , Humanos , Lealdade ao Trabalho , Denúncia de Irregularidades/ética
14.
Int Nurs Rev ; 66(3): 381-388, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31184381

RESUMO

AIM: The objective of this study was to verify the mediating role of work engagement between self-efficacy and affective organizational commitment on the basis of the Job Demands-Resources Model in a sample of Spanish nursing staff. BACKGROUND: Affective organizational commitment is a key element, both for the permanence of nursing staff and for the provision of an excellent quality of care of health organizations. However, the relationships between self-efficacy, work engagement and affective commitment to the organization have been little explored within the nursing context. METHODS: A total of 527 nursing professionals from Spanish public hospitals in Andalusia were surveyed, obtaining a convenience sample of 324 participants (52.96% nurses, 47.04% nursing assistants). The mediating role of work engagement was examined using structural equation modelling and the bootstrapping method. RESULTS: The results showed that affective organizational commitment was positively predicted by self-efficacy and work engagement. Work engagement had a direct effect on affective organizational commitment, while the effect of self-efficacy on affective commitment was totally mediated by work engagement. CONCLUSIONS: The results give empirical support to the Job Demands-Resources Model, which raises the mediating role of work engagement between self-efficacy (personal resource) and affective organizational commitment (organizational result). IMPLICATIONS FOR NURSING PRACTICE: Health organizations should be aware that a greater perception of efficacy beliefs and work engagement strengthens the affective bond with the organization, thus improving the corporate image of the health institution. IMPLICATIONS FOR NURSING POLICY: Policy changes are necessary to create work environments that enhance the self-efficacy of nursing staff and generate high levels of work engagement, such as flexible training plans and informal support groups.


Assuntos
Satisfação no Emprego , Papel do Profissional de Enfermagem/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Autoeficácia , Engajamento no Trabalho , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Lealdade ao Trabalho , Espanha
15.
Asia Pac J Public Health ; 31(5): 433-442, 2019 07.
Artigo em Inglês | MEDLINE | ID: mdl-31200614

RESUMO

Village health workers (VHWs) are the first contact extending vital health services to unreached and underserved communities in Bhutan. VHWs truly embody the principles of primary health care and are effective catalysts in promoting community health. This study identifies and confirms factors motivating VHWs to remain in the health care system. This is a quantitative study with a cross-sectional survey design. Two-stage cluster sampling was used with VHWs from 12 districts representing 3 regions of Bhutan. Data were collected using pretested semistructured questionnaires. Confirmatory factor analysis was used for data analysis. Findings reveal a 4-factor model of motivations among VHWs that includes social, personal, job related, and organizational factors. Among these, the social factor most significantly motivates VHWs to remain in the health care system. VHW motivation can be further fostered by providing a holistic combination of financial and nonfinancial incentives that recognize intrinsic needs and empower innate altruism.


Assuntos
Agentes Comunitários de Saúde/psicologia , Motivação , Lealdade ao Trabalho , Serviços de Saúde Rural/organização & administração , Adulto , Butão , Agentes Comunitários de Saúde/estatística & dados numéricos , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Atenção Primária à Saúde/organização & administração , Inquéritos e Questionários
16.
J Adv Nurs ; 75(11): 3156-3165, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31222799

RESUMO

AIM: The aim of this study was to develop and psychometrically test a new instrument for measuring nurse's positive energy of retention (NPER). BACKGROUND: The shortage of professional nurses is an unresolved global issue. Few studies explored the issue of the retention of nurses in terms of a positive psychological viewpoint. DESIGN: Methodological study. METHODS: Data collection was from June 2016-August 2017. Nurses (N = 947) recruited from northern, central and southern Taiwan covering different levels of hospitals were divided into three samples, which were used for explaratory factor analysis (EFA), confirmatory factor analysis (CFA) and cross-validation respectively. RESULTS: EFA resulted in a three-factor solution: proactive and persevering characteristics, nursing professional identity and passion accounting for 61.8% of total variance. The proposed three-factor model was confirmed by CFA. Cross-validation provided further evidence for the construct validity of the NPER instrument with 24 items. Cronbach's alpha coefficient of three subscales of the instrument were 0.95, 0.89, and 0.92 separately and 0.96 for the total scale. CONCLUSION: Psychometric properties indicate that the newly formulated NPER instrument is a valid and reliable assessment tool to recruit nurses who are more likely to remain in nursing. IMPACT: The study addressed the personal intrinsic factors, which are very important for nurses' retention. The NPER instrument consisted of three subscales is a reliable and psychometrically valid new instrument. Managers could apply the NPER instrument to recruit nurses possessing the attributes of positive energy of retention. Furthermore, researchers could use the rigorous process provided in the study to establish a new instrument.


Assuntos
Recursos Humanos de Enfermagem/psicologia , Recursos Humanos de Enfermagem/provisão & distribuição , Lealdade ao Trabalho , Reorganização de Recursos Humanos/estatística & dados numéricos , Psicometria/instrumentação , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem/estatística & dados numéricos , Reprodutibilidade dos Testes , Inquéritos e Questionários , Taiwan
17.
JAMA Netw Open ; 2(6): e196201, 2019 06 05.
Artigo em Inglês | MEDLINE | ID: mdl-31225894

RESUMO

Importance: There is new emphasis on clinician trust in health care organizations but little empirical data about the association of trust with clinician satisfaction and retention. Objective: To examine organizational characteristics associated with trust. Design, Setting, and Participants: This prospective cohort study uses data collected from 2012 to 2014 from 34 primary care practices employing physicians (family medicine and general internal medicine) and advanced practice clinicians (nurse practitioners and physician assistants) in the upper Midwest and East Coast of the United States as part of the Healthy Work Place randomized clinical trial. Analyses were performed from 2015 to 2016. Main Outcomes and Measures: Clinician trust was measured using a 5-item scale, including belonging, loyalty, safety focus, sense of trust, and responsibility to clinicians in need (range, 1-4, with 1 indicating low and 4 indicating high; Cronbach α = 0.77). Other metrics included work control, work atmosphere (calm to chaotic), organizational culture (cohesiveness, emphases on quality and communication, and values alignment; range, 1-4, with 1 indicating low and 4 indicating high), and clinician stress (range, 1-5, with 1 indicating low and 5 indicating high), satisfaction (range, 1-5, with 1 indicating low and 4 indicating high), burnout (range, 1-5, with 1 indicating no burnout and 5 indicating very high feeling of burnout), and intention to leave (range, 1-5, with 1 indicating no intention to leave and 5 indicating definite intention to leave). Analyses included 2-level hierarchical modeling controlling for age, sex, specialty, and clinician type. Cohen d effect sizes (ESs) were considered small at 0.20, moderate at 0.50, and large at 0.80 or more. Results: The study included 165 clinicians (mean [SD] age, 47.3 [9.2] years; 86 [52.1%] women). Of these, 143 (87.7%) were physicians and 22 (13.3%) were advanced practice clinicians; 105 clinicians (63.6%) worked in family medicine, and 60 clinicians (36.4%) worked in internal medicine. Compared with clinicians with low levels of trust, clinicians who reported high levels of trust had higher mean (SD) scores for work control (2.49 [0.52] vs 2.18 [0.45]; P < .001), cohesiveness (3.11 [0.46] vs 2.51 [0.51]; P < .001), emphasis on quality vs productivity (3.12 [0.48] vs 2.58 [0.41]; P < .001), emphasis on communication (3.39 [0.41] vs 3.01 [0.44]; P < .001), and values alignment (2.61 [0.59] vs 2.12 [0.52]; P < .001). Men were more likely than women to express loyalty (ES, 0.35; 95% CI, 0.05-0.66; P = .02) and high trust (ES, 0.31; 95% CI, 0.01-0.62; P = .04). Compared with clinicians with low trust at baseline, clinicians with high trust at baseline had a higher mean (SD) satisfaction score (3.99 [0.08] vs 3.51 [0.07]; P < .001; ES, 0.70; 95% CI, 0.39-1.02). Compared with clinicians in whom trust declined or remained low, clinicians with improved or stable high trust reported higher mean (SD) satisfaction (4.01 [0.07] vs 3.43 [0.06]; P < .001; ES, 0.98; 95% CI, 0.66-1.31) and lower stress (3.21 [0.09] vs 3.53 [0.09]; P = .02; ES, -0.39; 95% CI, -0.70 to -0.08) scores and had approximately half the odds of intending to leave (odds ratio, 0.481; 95% CI, 0.241-0.957; P = .04). Conclusions and Relevance: Addressing low levels of trust by improving work control and emphasizing quality, cohesion, communication, and values may improve clinician satisfaction, stress, and retention.


Assuntos
Pessoal de Saúde/psicologia , Organizações/normas , Atenção Primária à Saúde/normas , Confiança , Local de Trabalho/normas , Instituições de Assistência Ambulatorial/normas , Instituições de Assistência Ambulatorial/estatística & dados numéricos , Comunicação , Eficiência Organizacional/estatística & dados numéricos , Feminino , Pessoal de Saúde/estatística & dados numéricos , Humanos , Medicina Interna/estatística & dados numéricos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Profissionais de Enfermagem/estatística & dados numéricos , Saúde do Trabalhador/normas , Saúde do Trabalhador/estatística & dados numéricos , Estresse Ocupacional/etiologia , Cultura Organizacional , Organizações/estatística & dados numéricos , Lealdade ao Trabalho , Assistentes Médicos/estatística & dados numéricos , Médicos de Família/estatística & dados numéricos , Atenção Primária à Saúde/estatística & dados numéricos , Prática Profissional , Estudos Prospectivos , Responsabilidade Social , Estados Unidos , Carga de Trabalho/estatística & dados numéricos
18.
J Nurses Prof Dev ; 35(4): 185-192, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31169756

RESUMO

The purpose of this integrative literature review was to identify commonalities among nurse residency programs deployed for greater than 3 years, showing improved job retention and satisfaction. The Johns Hopkins Nursing Evidence-Based Practice Model guided this review. Successful, sustainable nurse residency programs have a strong foundation with committed leadership to support transition; a structured program with defined outcomes to promote clinical competence, safe patient care, and professional development; and an evaluation process to guide continual improvement and meet organizational needs.


Assuntos
Competência Clínica/normas , Internato não Médico/organização & administração , Liderança , Desenvolvimento de Pessoal/métodos , Humanos , Satisfação no Emprego , Segurança do Paciente , Lealdade ao Trabalho
19.
Nurs Manage ; 50(5): 32-37, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31045711
20.
Int J Offender Ther Comp Criminol ; 63(14): 2501-2525, 2019 10.
Artigo em Inglês | MEDLINE | ID: mdl-31043098

RESUMO

Policing is a stressful occupation that may give rise to work-family conflict (WFC). WFC arises when the work domain encroaches into the family domain, or vice versa, causing officers to become less attached to their job and the police organization. Using survey data collected from a sample of police officers in India, we examined the relationship between four dimensions of WFC (time-based, strain-based, behavior-based, and family-based WFC) and two dimensions of organizational commitment (continuance and affective). Family-based WFC was found to reduce continuance commitment, while strain-based WFC reduced affective commitment. Time-based, strain-based, and behavior-based WFC increased continuance commitment. We examined the implications of these findings for police policy makers and administrators. In addition, we also discussed our findings in the context of cross-cultural comparisons.


Assuntos
Conflito Psicológico , Conflito Familiar/psicologia , Modelos Organizacionais , Estresse Ocupacional/psicologia , Polícia/organização & administração , Polícia/psicologia , Adulto , Feminino , Humanos , Índia/epidemiologia , Masculino , Pessoa de Meia-Idade , Lealdade ao Trabalho , Papel (figurativo) , Inquéritos e Questionários
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